Complaints and Reporting

Unlawful harassment and discrimination, sexual or otherwise, serves no legitimate purpose and disrupts the workplace and morale. Goodwin takes allegations of harassment and discrimination seriously, and will actively investigate all allegations and complaints.

Reporting: If a staff member believes that s(he) is being harassed, s(he) is strongly encouraged to clearly and promptly notify the offender that the behavior is unwelcome. If for any reason the staff member does not wish to confront the offender directly or if such confrontation does not successfully end the harassment, the staff member should immediately notify their direct supervisor, the Vice President of Academic Affairs or Human Resources.

Although Goodwin College has chosen not to impose a timeframe for reporting harassment complaints, prompt reporting is strongly encouraged. It allows for rapid response and resolution of objectionable behavior or conditions both for the complaining staff member and any other affected employees. Any supervisor who is aware of possible sexual and/or other harassment involving any staff or student must immediately bring it to the attention of the Title IX Coordinator and also the Vice President for Academic Affairs, the Provost and Human Resources.

No Retaliation: Retaliation against employees for making a good faith report or complaint of harassment or discrimination, or for cooperating in an investigation of such a complaint, is unlawful and will not be tolerated. Any form of retaliation is strictly forbidden and constitutes grounds for discipline.

The Investigation: Goodwin College takes all complaints of harassment and discrimination seriously, and all such complaints will be promptly and thoroughly investigated.

Corrective Action: If an investigation confirms that harassment or discrimination has occurred, Goodwin College will take corrective action, including discipline up to and including immediate termination of employment.

Review: If either party directly involved in any investigation is dissatisfied with the outcome or the resolution, that individual should submit a written request to the Executive Vice President/Provost to have the decision reconsidered.

Goodwin College recognizes that this policy may not address every set of circumstances which may arise in the workplace related to harassment and discrimination. It does, however, provide reasonable guidelines which will probably cover most situations. If unanticipated situations arise, contact Human Resources immediately.